Redefining Tech Leadership into the Future 

For years, the typical career path in tech has pointed straight to people management. The assumption is that to grow, you have to lead a team. But that’s not the only way forward. 

According to Randstad’s 2025 Workmonitor Report, 80% of U.S. workers say work-life balance is their top motivator, surpassing even pay. More professionals are redefining success on their own terms, and in tech, that means rethinking what leadership looks like. 

Leadership isn’t just about managing people, it’s about influence, innovation, and impact. Functional leaders who drive programs, own strategy, and push technology forward are just as essential. You don’t have to move into people leadership to grow your career. You can lead. You can thrive. And you can do it in a way that’s fulfilling for you. 

Functional Leadership vs. People Leadership 

When we talk about leadership in tech, we’re often referring to one path: leading people. That usually means managing a team, conducting performance reviews, hiring, and providing mentorship and support to help others grow. 

But there’s another equally valuable path, which is functional leadership. Functional leaders don’t necessarily manage people, but they lead through deep expertise. They drive innovation, own critical programs or products, and shape technical strategy. Their influence comes from what they build, solve, and envision, not who reports to them. 

Both paths are essential. Organizations thrive when they recognize and reward different forms of leadership. And in tech especially, many senior professionals—particularly women—find that their impact grows exponentially when they stay close to the work that fuels their passion: creating, engineering, and innovating. 

Leadership ≠ Management: Influence Without Authority 

“Being a manager doesn’t make you a leader.” A common phrase and powerful reminder that leadership isn’t defined by job titles or org charts. True leadership is about influence, ownership, and impact, not authority. Some of the most visionary leaders in tech aren’t managing teams; they’re driving ideas, solving complex problems, and pushing innovation forward. 

And yet, most companies still equate leadership development with people management. Only a small fraction of coaching programs are open to all workers. That’s a huge, missed opportunity, especially for those on functional tracks who are eager to grow and lead in other ways. Companies must rethink how they develop and support leaders by creating leadership pathways that recognize and nurture all kinds of influence. 

Why Many Women in Tech Opt Out of People Management 

For many women in tech, choosing not to pursue people management is less about a lack of ambition, and more about intention. Some want to stay hands-on with the work they love: building products, solving complex problems, and driving technical innovation. Others seek to avoid the burnout that can come with the emotional labor of managing people, especially in environments where women are often expected to be the default nurturers or team “glue.” 

Flexibility is another major factor. Managing a team often means more meetings, more context-switching, and less autonomy, making it harder to maintain work-life balance. And for women already juggling personal responsibilities, that trade-off isn’t always worth it. This shift reflects something deeper. Today’s definition of success has evolved. It’s no longer just about climbing the corporate ladder, it’s about finding purpose, protecting our energy, and making an impact on our own terms. 

Still, bias persists. Women are frequently nudged toward management roles based on stereotypes about empathy and caretaking, even when their passion lies in innovation. It’s time we validate all career paths, and trust women to choose what leadership means to them. 

How Organizations Can Support Functional Leadership 

To retain top talent and foster innovation, companies must actively support functional leadership. To do so, try: 

• Offering personalized skills development. Not all leaders want the same path. Tailored training helps individuals grow in their areas of expertise. 

• Creating dual-ladder career tracks. Recognize both technical and managerial growth as valid, equally valued paths to leadership. 

• Expanding access to coaching. Leadership training shouldn’t be limited to managers. Everyone deserves the chance to grow. 

• Rewarding non-managerial leadership. Recognize the impact of those driving strategy, innovation, and technical excellence, regardless of title. 

We want organizations to understand the value behind different leadership types, various senior and c-suite positions, and how putting thought and support behind their employees can lead to a happier, more well-rounded, increasingly profitable workforce.  

Define Success on Your Own Terms 

You don’t have to move into people leadership to grow, lead, or make a lasting impact in tech. Whether you’re guiding teams, owning programs, or pushing technical boundaries, your leadership matters. True success is about doing meaningful work, growing your influence, and leading in ways that feel authentic to you. 

Let’s champion all paths to leadership. Support inclusive tech leadership and donate to AnitaB.org. Help us help the tech workforce and create economic empowerment for women.